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Under-Employment is Stopping Your Success

Being under-employed can rip the motivation, engagement and desire to innovate right out of you.

team building organization development leadership expert michael cardus 

What is under-employment?

Under-employment is being caged or confined to do work that does not allow you to use your full capability ( Current-Actual-Capability ) within the tasks assigned. It is generally manifested through a person having “bigger ideas” and application of the work and seeing connections for improvement being told “That is not your job, stay in your area and do what you are told.”

This can be tough to navigate, because the under-employment and under-delegation of tasks is result of poor organizational design and a manger who is not “big enough” for the role OR a manager – subordinate relationship where they are both too close in capability (both fill the same area and neither can add value to the other).

I have experienced aggressive under-employment and that is what caused me to start this business and flourish. I can remember the crushing blows to my ego and desire to continue to do quality work when I heard my manager and my managers manager say to me, “Mike that is not your job, keep leading the training programs and I go after clients and new ideas. We hired you to do what we want…not what you think you should do.”  and “Mike I did not hire you for new ideas and to learn, I hired you to do the programs…I don’t pay you to develop new programs and learn, I pay you to do the work.”

If you have heard any variation of the above, I am sure you know the death blow this causes, and you know that recovery and desire to continue work is not gonna happen.team building and employee engagement - michael cardus 

There is a needed distinction here between the person and what they are capable of doing, versus their role in the organization and the level-or-work required for that role. Those two are separate.

For example you may have a van driver for a non-profit whose role – level-of-work is measured monthly and requires weekly planning and scheduling. BUT the individual in that role may have the individual capability of improving the drive time, decreasing costs of fuel based upon route logistics and develop plans connecting several sites to increase returns and decrease expense. What this person is ‘supposed to do’ vs what the can do and offer are different.

The level-of-work in a role results not from the activity but from the time-span of the goal of the activity. Level of work, responsibility, derive from the purposes of human activity, from the nature of the output to be achieved. (Jaques 1978)

It can never be assumed that just because two people have the same role within the company that they have the same capability and level-or-work. As humans we view problems and solutions different, and we each need to be able to fill our capacity (bucket) to our fullest, and not be constricted by systems-that-drive negative behaviors. 

Using our van driver above the person who sees connection that is longer in time-span and has ideas about the improvement of the work will feel under-employed and frustrated if he is told and delegated with driving the given route and and getting people on-time to appointments. However, he would feel fully-employed if the goal of his work was to develop logistics and routes that can decrease mileage and costs on vehicles, plus develop ways to decrease repeated drive routes and overtime of the drivers each task being a longer time-span more systemic thinking process.

The frustrating things about under-employment comes from a person, while doing their work, to be confined  to tasks that are shorter in time-span and responsibility than they can actually complete. As the person completes these lesser tasks, by default their capability for higher-level work expresses itself: possible new methods; easier ways of doing things; better decisions and judgment; possibility of exploring a new process or product; etc… BUT they are not allowed to express and exercise these ideas. His manager is not interested in hearing the ideas, just in getting the assigned tasks done on time. With this happening, at best, the employee may develop some way to still use their capability in full…but with a manager and the person feeling caged they are eventually destroyed by the eight plus hours of work everyday.

“In short, under-employment is frustrating because it requires an individual to swallow the inexorable expression of his level of work-capacity, to conceal it, to keep it to himself, to throw it away. The measure of frustration is the discrepancy between time-span of the person’s work-capacity and the time-span of the objectives of his activity…Being forced into under-employment through lack of availability of adequate levels of work in a bureaucratic sector has effects akin to imprisonment.” (Jaques  1978)

under-employment kills your love for work michael cardus

 

Being under-employed rips the motivation, engagement and desire to innovate right out of you.

 

Referenced:

  • ‘Levels of Abstraction in Logic and Human Interactions’ Elliott Jaques. 1978; Pages 299, 300.

 

What do you think?

Have you ever felt under-employed? As a manager what can be done to avoid underemployment? How do you create a system-that-drive people to work to their full capability?

Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

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